SSCC Professional Development and Strategic
Involvement Process
Overview
Southern State Community College is committed to its mission to provide accessible, affordable, and
high quality education to people in southern Ohio. The College’s strategic vision represents a
unifying guide toward fulfilling this mission. Collaboratively, a vision to be a First-Choice College
has been cast. To that end, each employee of the college has the opportunity to personally
contribute to the attainment of this vision through the College’s annual strategic goal-setting
process. The purpose of this process is to:
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Establish clear expectations for the core competencies required of all SSCC employees
Provide an opportunity for supervisors and employees to annually set goals in which the
achievement will both enhance the employee’s development and contribute to the College’s
attainment of the annual strategic goals
Provide a basis for strategic compensation recommendations
Document the employee’s job performance for employment decisions
Timeline
January/February Pre-Appraisal Conference:
1. Supervisor conducts pre-appraisal conference(s) in which:
a. Core competencies are evaluated; this may result in the identification of a goal
targeted to personal professional development in an area
b. Two to three SMART goals are agreed upon for the calendar year (Specific,
Measurable, Attainable, Realistic, Timely)
c. Resources required are identified
2. Respective Vice-President or Dean approves goals for clarity, equity, and overall alignment
with the assigned strategic goals
March –May On-going Support
The supervisor and employee are encouraged to regularly and purposefully discuss progress on
goals, challenges, and assistance needed. This should be an on-going, naturally occurring process.
June Mid-Year Conference
The supervisor and employee will meet to discuss the progress toward the strategic goals. Any
adjustments to the goals due to resources, or circumstances beyond the employee’s control can be
made at this time subject to the approval of the respective Vice President or Dean.
November Summative Conference
Employee and Supervisor complete the summative evaluation of goal accomplishment.
Pre-Appraisal Conference Guide
Employee: __________________________
Supervisor: ____________________________
The following rating scale will be used by the evaluator to provide feedback to the employee
concerning current levels of performance on core competencies. This pre-appraisal can
then be used to document consistent performance, formulate professional development
plans, and/or set performance goals.
Rating Scale
A
Accomplished – A highly motivated employee who demonstrates superior quality work
and maintains a high level of effectiveness with little or no supervision. Document specific
examples of behavior that illustrate this rating.
P
Proficient – A proficient employee who consistently exhibits successful behavior and
performance accomplishments.
DV
Developing – A maturing employee who typically exhibits successful performance patterns
and shows evidence of performance growth.
U
Unacceptable – Reserve this rating for an employee who has not benefited from
development and training and continues to have job difficulties. Corrective action will be
identified and discussed with the employee. Document specific examples of behavior that
support this rating.
Note: The following bulleted success factors under each core competency are examples of
behavior that espouse the performance standard; however they are not intended to
be all inclusive. The overarching competency is professionalism through the College.
Core Competency
Results Orientation
 Is proactive
 Is timely in approach to work
 Accepts responsibility and is accountable
Customer Service
 Treats customers in a pleasant and courteous manner
 Demonstrates flexibility and adaptability in addressing customer needs
 Utilizes active listening skills to identify customer needs
 Focuses on serving internal and external customer needs
Problem Solving/Decision Making
 Identifies and resolves problems in a timely manner
 Considers impact on others and/or College when making decisions
 Responds effectively to unanticipated problems
 Anticipates problems and finds creative solutions
Rating
Teamwork
 Works collaboratively with others
 Shares knowledge and expertise with others and offers assistance to others
while recognizing the contributions of others
 Always willing to offer assistance outside one’s scope of specific responsibilities
Continuous Learning
 Learns actively and keeps current with new work methods, skills and
technologies to complete work activities
 Participates and encourages others to participate in staff development
opportunities
 Takes ownership for own self-development and continuous learning
Organizational Commitment
 Responds positively to major issues, challenges and opportunities facing the
college
 Supports and demonstrates understanding of the college mission, vision, and
values
 Demonstrates knowledge of own department’s work activities and mission
 Considers impact on the college of work activities and decisions
Supervisor Comments and Observations:
Employee Comments and Observations:
Date: _______________________
____________________________
Employee’s Signature
______________________________
Supervisor’s Signature
Signatures do not imply agreement, but represent the acknowledgment that the information has been
shared.
SSCC Individual Performance Goal 1
Goals are to be Specific, Measurable, Attainable, Realistic, Timely
Goal:
This goal is linked to the following vision
attribute:
 Student Success
 Synergy Through
Partnerships/Collaboration
 Driving Force in Technology
 Dynamic and Flexible Organization
 Best Place to Work
 Professional Growth
 Be Your Best Investment
Describe the steps required to reach this goal. In other words, what specific actions will indicate that the
goal has been accomplished?
List resources required:
To be completed at the end of cycle (November). Employee’s self-appraisal of goal accomplishment:
Supervisor’s Comments and appraisal of goal accomplishment:
Employee Initials: __________ Supervisor’s Initials __________ Vice President’s Initials __________
Initials do not imply agreement, but represent the acknowledgment that the information has been
shared
SSCC Individual Performance Goal 2
Goals are to be Specific, Measurable, Attainable, Realistic, Timely
Goal:
This goal is linked to the following vision
attribute:
 Student Success
 Synergy Through
Partnerships/Collaboration
 Driving Force in Technology
 Dynamic and Flexible Organization
 Best Place to Work
 Professional Growth
 Be Your Best Investment
Describe the steps required to reach this goal. In other words, what specific actions will indicate that the
goal has been accomplished?
List resources required:
To be completed at the end of cycle (November). Employee’s self-appraisal of goal accomplishment:
Supervisor’s Comments and appraisal of goal accomplishment:
Employee Initials: __________ Supervisor’s Initials __________ Vice President’s Initials __________
Initials do not imply agreement, but represent the acknowledgment that the information has been
shared
SSCC Individual Performance Goal 3
Goals are to be Specific, Measurable, Attainable, Realistic, Timely
Goal:
This goal is linked to the following vision
attribute:
 Student Success
 Synergy Through
Partnerships/Collaboration
 Driving Force in Technology
 Dynamic and Flexible Organization
 Best Place to Work
 Professional Growth
 Be Your Best Investment
Describe the steps required to reach this goal. In other words, what specific actions will indicate that the
goal has been accomplished?
List resources required:
To be completed at the end of cycle (November). Employee’s self-appraisal of goal accomplishment:
Supervisor’s Comments and appraisal of goal accomplishment:
Employee Initials: __________ Supervisor’s Initials __________ Vice President’s Initials __________
Initials do not imply agreement, but represent the acknowledgment that the information has been
shared
Summative Appraisal Conference Record
Supervisor’s Final Appraisal:
Core Competency
Results Orientation
Customer Service
Problem Solving
Teamwork
Continuous Learning
Organizational Commitment
Other
Rating
Supervisor’s Comments on Core Competencies
Employee’s Comments on Core Competencies
Continuous Improvement Opportunity:
As you reflect upon this past year, please tell us what we can consider doing to make things better in
our department:
In the College as a whole:
Individually:
_______________________________
Employee’s Signature
_____________________________
Supervisor’s Signature
Signatures do not imply agreement, but represent the acknowledgment of the evaluation’s completion.